研究发现:卢瑟的标准要修定,卢瑟与否,在本单位的排名很重要。



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送交者: Latino2 于 2005-2-04, 13:08:53:

一个人是否感到自己是卢瑟,除了绝对工资外, 还取决于他与本单位同事间工资
的排名位次。

如果他与同事间排名位次高,他会认为自己是温拿。

如果他与同事间排名位次低,他会认为自己是卢瑟。


结论: 

1。  卢瑟的标准是相对的,要修定, 要与时具进。
2。  现在的卢瑟里, 有许多是温拿; 现在的温拿里,有许多是卢瑟
3。  排名一定要搞,否辄对自己是否是卢瑟都不清楚

参考文献 (略) 


Rank Dependence in Employees’ Wellbeing

Abstract

What makes workers happy? Here we argue that pure ‘rank’ matters. It is
currently
believed that wellbeing is determined partly by an individual's absolute
wage (say,
30,000 dollars a year) and partly by the individual's relative wage (say,
30,000 dollars
compared to an average in the company or neighborhood of 25,000 dollars).
Our
evidence shows that this is inadequate. The paper demonstrates that range-frequency
theory ─ a model developed independently within psychology and unknown
to most
economists ─ predicts that wellbeing is gained partly from the individual’
s ranked
position of a wage within a comparison set (say, whether the individual
is number 4
or 14 in the wage hierarchy of the company). We report an experimental study
and an
analysis of a survey of 16,000 employees’ wage satisfaction ratings. We
find evidence
of rank-dependence in workers’ pay satisfaction.

Rank Dependence in Employees’ Wellbeing

This paper examines the relationship between pay and wellbeing. We argue
that pay
satisfaction is influenced not only by the absolute level of pay, nor simply
by relative
pay. Instead, the skewness of wage distributions is important. An individual’
s
wellbeing is determined partly by the rank-ordered position of their wage
within a
comparison set (e.g. whether they are the third most highly paid person
in their
organization, the twelfth most highly paid person, etc.).

Consider Professor X, a relatively successful member of a small university
department. Professor X earns $20,000 more than the average wage of professors
in
the department, and only $10,000 less than the most highly paid faculty
member in
the department. In fact, Professor X is the third most highly paid member
of the
department. Compare the likely satisfaction of Professor X with that of
Professor Y, a
colleague in a different department and better paid discipline. Professor
Y earns
$10,000 more than Professor X, corresponding to $20,000 more than the average
wage in Professor Y’s department. Thus the salaries of Professor X and
Professor Y
are the same distance from the mean of their respective departments. Like
her less
well-paid colleague, Professor Y happens to earn just $10,000 less than
the highest
wage in her department. However, Professor Y is only the fifth most highly
paid
person in her department. Who will be more satisfied with their wage ─
Professor X
or Professor Y?
Intuition and informal observation suggest that Professor Y may be less
satisfied than Professor X, despite the fact that she is more highly paid
and is
identically located with respect with the mean and maximum departmental
wages. To
the extent this intuition is correct, it suggests that individuals care
not just about their
wage relative to some reference level, but also about the rank order of
their wages
within their comparison set. This simple idea ─ one discussed theoretically
by
Layard (1980), Frank (1985a,b), and others ─ lies at the heart of the model
that we
test.

We extend a model originally developed in the literature on psychophysical
judgment (Range Frequency Theory: Parducci, 1965; 1995). The model assumes
rank-dependence ─ it suggests that satisfaction will be predicted partly
by the ordinal

position of a wage within a comparison set. In this paper that hypothesis
is first tested
in a laboratory-based experiment, in which the predictions of the rank-dependent
model are confirmed. The rank-dependent model accounts for the data better
than
does a model based on accounts within economics of inequity aversion. Our
experimental study is followed by survey-based analyses of wage satisfaction
ratings
of 16,000 workers from approximately 900 workplaces. Those results also
provide
evidence, using a different methodology, for the importance of rank-dependence.

Real-world satisfaction ratings are independently predicted by position
in a wage
ranking.




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